stack-infrastructure-apac-pte-ltd - People & Culture Operations Manager (APAC)
Requirements
• Bachelor’s degree in Human Resources, Business, Management or a related discipline. • Approximately 8-10 years’ experience in HR operations, HRIS, change management, or shared services, in a regional or multi-country environment. • Demonstrated experience implementing or improving HR systems and processes. • Strong understanding of the employee lifecycle, HR data management, HR governance and operational controls. • Experience working across multiple APAC countries and managing different local practices and requirements. • Strong project- and change-management capability, with the ability to manage multiple priorities in a fast-paced environment. • Strong analytical skills and confidence working with HR data, reports and dashboards. • Excellent stakeholder-management and communication skills, with the ability to explain processes and systems clearly to non-HR audiences. • Highly organised, detail-oriented and solutions-focused, with a strong sense of ownership. • Experience in a high-growth, infrastructure, technology, engineering, construction or operational environment will be advantageous. • Demonstrate leadership capabilities without direct authority. • Core Competencies • Operational excellence: Creates clear, efficient and scalable processes, with strong attention to quality, control and service delivery. • Systems and digital mindset: Uses HR technology, data and automation to improve the employee and manager experience. • Change leadership: Plans and delivers change in a structured, practical manner that builds stakeholder understanding and adoption. • Continuous improvement: Proactively identifies inefficiencies, root causes and opportunities to simplify, standardise and improve. • Regional collaboration: Works effectively across different countries, cultures and local-market requirements while maintaining a consistent regional approach. • Stakeholder management: Builds trusted relationships, communicates clearly and influences stakeholders at all levels. • Commercial and strategic judgement: Balances employee experience, operational efficiency, compliance, risk and business priorities. • Data-driven decision-making: Uses accurate people data and meaningful insights to inform decisions and measure outcomes. • Ownership and execution: Takes accountability, follows through on commitments and manages multiple priorities in a fast-paced environment. • Integrity and discretion: Handles sensitive employee information with professionalism, sound judgement and confidentiality. • What Success Looks Like • People operations are consistent, efficient and fit for scale across APAC. • HR systems are well adopted, reliable and provide accurate, useful people data. • Employees and managers have a clear, positive experience throughout key people processes. • Country HR teams spend less time on manual administration and more time on value-adding business support. • Operational risks, data-quality issues and process gaps are proactively identified and addressed. • The People & Culture function is equipped to support STACK’s continued growth across APAC.
Responsibilities
• People operations and employee lifecycle • Continuously improve end-to-end people operations across the employee lifecycle, including onboarding, probation, employee changes, transfers, offboarding and HR documentation. • Establish clear, consistent and scalable regional processes, service standards, workflows, templates and governance. • Ensure employee records, HR documentation and people data are accurate, complete, secure and maintained in line with company policy and local requirements. • Partner with country HR teams and external providers to ensure effective delivery of local HR administration, payroll inputs and statutory processes. • Identify operational risks, bottlenecks and inconsistencies, and implement practical solutions to improve service quality and efficiency. • HR systems, data and reporting • Lead the implementation, optimisation and ongoing management of HR systems, including HRIS, ATS, performance management, learning and other people-related platforms. • Act as the regional process owner for HR systems, ensuring effective system configuration, user adoption, data quality and governance. • Partner with IT, Finance, Payroll, Talent Acquisition, Learning and external vendors on system integrations, enhancements and issue resolution. • Develop meaningful dashboards, reports and metrics to support workforce planning, decision-making and operational oversight. • Establish strong data-management practices, including regular audits, reporting controls and data-privacy requirements. • Support HR teams and managers to resolve issues with HR systems whenever required. • Change management and process excellence • Support and lead regional People & Culture process-improvement initiatives, from requirements gathering and process design through implementation, communication, training and adoption. • Develop change-management plans that enable leaders, managers and employees to adopt new systems, processes and ways of working. • Simplify and standardise regional processes while allowing for appropriate local-market requirements. • Build process documentation, training materials, user guides and knowledge resources that improve self-service and reduce operational dependency. • Monitor service delivery and stakeholder feedback, using insights to drive continuous improvement. • Stakeholder and team leadership • Partner closely with the country HR teams and business leaders to understand operational needs and deliver effective solutions. • Provide guidance and support to People & Culture team members on operations, systems and process requirements. • Build strong working relationships with Finance, IT, Legal, Payroll and other internal stakeholders. • Manage relevant vendors and service providers, including performance, service levels, cost and compliance.
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